Artificial intelligence isn’t a single, monolithic technology. Instead, it’s a broad field with many different techniques and sub-disciplines that are in common use today. It can be categorized by function or application in a few key ways:
AI. PEOPLE. SCIENCE.
Artificial Intelligence
How to Understand it in the Context of Human Resources Management
Introduction
- Natural Language Processing (NLP): This is the AI that works with human language.It’s used in chatbots, virtual assistants like Siri and Alexa, translation services like Google Translate, and tools that can summarize long texts or analyze the sentiment of a review.
- Machine Learning (ML): This is the fundamental process by which AI systems learn from data without being explicitly programmed. It’s the engine behind many AI applications. A specific type of ML, Deep Learning, uses artificial neural networks to process data in layers, making it particularly effective for complex tasks.
- Computer Vision: This allows computers to “see” and interpret visual information from images and videos. It’s used in facial recognition, self-driving cars to identify objects and pedestrians, and in medical imaging to help diagnose diseases.
- Generative AI: A subset of AI that can create new content, such as text, images, music, and code. Examples include large language models (LLMs) like ChatGPT, which can write essays or answer questions, and image generators like DALL-E or Midjourney.
- Robotics: This combines AI with physical systems to create machines that can perform tasks in the real world. AI is used to control and navigate robots in manufacturing, healthcare, and even space exploration.
AI in HR
If you ask Google Gemini “What are examples of using AI in a human resources organization?” it provides the predictably positive information below.
CAUTION
Everything in the descriptions below sounds wonderful, but (as with much of AI-generated content) several of these statements are misleading or potentially incorrect.
Click on the BLUE text in the descriptions to see some counterpoint commentary.
Recruitment & Hiring
- Sourcing and Screening: AI-powered platforms can automatically scan job boards and professional networks to identify potential candidates who match specific criteria. Once applications are submitted, AI algorithms can quickly sift through and rank resumes based on qualifications and experience, saving recruiters countless hours of manual work.
- Job Descriptions: Generative AI can create detailed, optimized job descriptions and postings that are tailored to attract the right talent.
- Candidate Communication: AI-powered chatbots handle initial candidate interactions, answer frequently asked questions, and even schedule interviews, providing 24/7 support and improving the candidate experience.
- Reducing Bias: By focusing on skills and qualifications, AI tools can help filter out personal information from applications, leading to a more objective and inclusive hiring process.
Onboarding & Employee Experience
- Automated Onboarding: AI can automate administrative tasks like document completion and compliance training, making the onboarding process faster and more welcoming for new employees.
- Personalized Support: Chatbots and virtual assistants can answer employee questions about company policies, benefits, and payroll, reducing the workload on HR staff.
- Sentiment Analysis: AI tools can analyze feedback from employee surveys and internal communications to gauge morale and engagement, allowing HR to identify trends and potential issues before they become major problems.
- Retention Prediction: Using predictive analytics, AI can analyze data on job satisfaction, performance, and other factors to identify which employees might be at risk of leaving, enabling HR to proactively address their concerns and improve retention.
Training & Development
- Personalized Learning Paths: AI analyzes an employee’s performance data and career goals to recommend relevant training courses, creating a tailored learning experience.
- Skills Gap Analysis: AI can use advanced data analytics to assess an organization’s current skill levels and pinpoint areas where there are gaps between existing skills and those needed for future success.
- Adaptive Learning: AI-powered platforms adjust the content and difficulty of training materials in real-time based on a learner’s progress, ensuring they are consistently challenged and engaged.
- Virtual Mentoring: AI chatbots can act as virtual coaches, providing instant feedback and guidance to employees as they complete training modules.
Performance Management
- Automated Reviews: AI tools can analyze employee data to highlight strengths and areas for improvement, helping to streamline the performance review process.
- Real-time Feedback: AI systems can collect and analyze real-time feedback from various sources, providing a more continuous and holistic view of an employee’s performance.
- Workforce Planning: AI uses historical data to forecast staffing needs and identify future talent demands, allowing HR to proactively plan for organizational changes and address potential skill shortages.
AI: APTMetrics Usage & Guidance
Internal Usage
APTMetrics has been utilizing natural language processing and machine learning technologies to more efficiently process and analyze assessment data since 2015. We started investigating the OpenAI models in 2020 as they became available to the general public, and licensed our first version of ChatGPT in December 2022.
With client data security in mind, we now run a fully internal and firewalled custom instance of a ChatGPT chatbot that is known as “Jackie Metrics.”
Resources
The following are a number of resources that describe how AI technologies are impacting both our clients and the enterprise HR community in general.
What if participants use chatbot tools during assessments?
In partnership with a client, APT studied the effectiveness of using ChatGPT during an unproctored assessment. The results are presented in the following eBook.
AI-Powered Task Intelligence
Are you wondering how AI can impact your talent architecture and workforce planning? Inquire, adapt, and thrive in the age of AI automation.
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Leading Indicators
The overwhelming potential of AI is undeniable. However, it is important to balance the use of these incredible technological advancements with the established scientific and legally-defensible practices that lead to powerfully effective screening, selection, and promotional decisions with minimal inherent biases.
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